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How to be a good interviewer
Being a good interviewer involves thorough preparation, methodical approach, showing genuine care for candidates, improving judg...
Time to reboot the gamification of recruitment
It’s safe to assume that Casey Wardynski didn’t foresee the scale of what he was starting back in 1999. As chief economist of th...
Why millennial job-hopping shouldn’t be a warning sign for recruiters
Millennials, often seen as job-hoppers, are actually valuable assets to companies. Their desire for professional growth, adaptab...
Why passion shouldn’t be a job requirement
Are you passionate about your job? Do you absolutely love what you do? Does every single one of your work responsibilities make ...
How to attract candidates by improving your careers page
Your careers page is your personal pitch to candidates. It’s a place to show job seekers why your company is attractive, and mak...
Group interview activities, tips and ideas for success
To conduct a successful group interview, you need to plan the process, prepare your interviewers, and deliver a strong opening m...
How to explain your structured interview process to candidates
Structured interviews, while more rigid, offer a fair, consistent, and objective hiring process. To make candidates comfortable,...
The pros & cons of interview scorecards
Interview scorecards aid in structured interviews, providing a consistent method to evaluate candidates. They enhance focus, fai...
The world’s most enduring personality test is a meaningless parlor game
If you work for a large organization you’re probably already aware that yours is one of 16 distinct personality types. You may b...
Giving interview feedback: the dos and don’ts
The dos of giving interview feedback include telling the truth, writing creatively, being tactful, praising when possible, and a...
Addressing interview red flags
Malcolm Gladwell famously wrote in his bestselling book, ‘Blink,’ that “the key to good decision making is not knowl...
How to assess soft skills in an interview
How can you tell whether a candidate who looks good ‘on paper’ will be good ‘in person’? Soft skills make all the difference. So...